Employee Selection: Process, Tests & Interviews
What is Selection? (Concept & Definition)
Selection is the process of differentiating between applicants to identify and hire those with the greatest likelihood of success in a job. It is basically a “matching” process—finding the right fit between the person and the job.
Recruitment vs. Selection: What’s the Difference?
| Basis | Recruitment | Selection |
| Meaning | Searching for candidates and stimulating them to apply. | Choosing the right candidate from the pool of applicants. |
| Nature | A Positive process (adds people to the pool). | A Negative process (rejects/screens out unsuitable people). |
| Goal | Creates a large pool of applicants. | Selects the best fit. |
| Complexity | Simple process. | Complex, time-consuming process with many hurdles. |
The Selection Procedure (Steps)
Selection involves a series of steps, or “hurdles,” that a candidate must clear.
1. Preliminary Interview (Screening)
A courtesy interview to screen out undesirable or unqualified candidates at the very beginning. This saves time for both the company and the applicant.
2. Application Form
A formal record of the candidate’s bio-data, education, work experience, and references.
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Evaluation: Can be done clinically (psychological analysis) or using a weighted method (scoring system).
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Usefulness: It introduces the candidate and serves as a basis for the interview.
3. Employment Tests
Tests provide information that isn’t available from an application form. They measure skills, intelligence, and personality.
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Intelligence Tests: Measure mental ability, memory, and learning speed.
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Achievement Tests: Measure current skills (e.g., a typing test).
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Aptitude Tests: Measure potential to learn new skills.
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Personality Tests: Measure motivation, emotional balance, and interpersonal behavior.
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Integrity Tests: Measure honesty to predict theft or unethical behavior.
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Polygraph Tests: Lie detector tests (used mainly in security jobs).
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Graphology: Handwriting analysis.
Standards for Tests: A good test must be Reliable (consistent results) and Valid (measures what it claims to measure).
4. Employment Interview
An oral examination of candidates. It allows the recruiter to ask questions not covered in tests, judge enthusiasm, and assess appearance.
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Types of Interviews:
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Structured: Fixed, job-related questions asked to everyone.
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Unstructured (Non-directive): Questions asked as they come to mind.
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Panel Interview: A group of interviewers assesses the candidate together.
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Stress Interview: The applicant is made uncomfortable to test their ability to handle pressure.
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5. Reference Checks
Verifying character and experience references provided by the applicant.
6. Medical Examination
Ensures the candidate is physically fit for the job requirements and protects the organization from unwarranted compensation claims.
7. Job Offer
The final step. A letter of appointment is issued with a reporting date.
Induction and Placement
Once selected, the employee’s journey isn’t over. Now the real journey starts.
Employee Induction (Orientation)
Induction is the process of guiding and counseling new employees to familiarize them with the job and the organization.
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General Orientation: Guided tours, introduction to history, mission, and fellow employees.
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Specific Orientation: Job-specific training and vocational guidance by the supervisor.
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Objectives: Create a positive attitude, build confidence, and reduce anxiety.
Placement
Placement is assigning a specific rank and responsibility to an employee. It matches the employee’s competence and interest with the job requirements. Most organizations have a probation period to review the employee’s performance before permanent placement.
Requisites & Problems
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Retention is Key: Many Indian organizations neglect retention after spending lakhs on recruitment. A weak induction program leads to high turnover.
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Performance Review: Organizations must review progress during probation. Automatic confirmation of unproductive employees is a major problem.